Share on LinkedInShare on LinkedIn

ARTICLE · 31 JANUARY 2022

Inappropriate Workplace Conduct – Educate Your Boss

Littler Mendelson
Explore more from Littler Mendelson

Early in 2019, we wrote in response to the #MeToo movement that an employer had to ensure a safe working environment. With a sound and effectively enforced policy...

NetherlandsEmployment and HR
Wouter Engelsman
Wouter Engelsman
Author LinkedIn connections

Early in 2019, we wrote in response to the #MeToo movement that an employer had to ensure a safe working environment. With a sound and effectively enforced policy, the employer is the cornerstone for preventing sexual intimidation in the workplace.

The situation at "The Voice of Holland"1-a Dutch reality competition-shows us that not all businesses can yet boast of having sound policies. For this reason, we once again set out the steps that employers can take to counteract sexual intimidation in the workplace.

The employer's obligations

Preventing sexual intimidation is not just a moral obligation but also a legal one, as it must form part of the employer's occupational safety policy under the Working Conditions Act. An employer must identify all business risks and take appropriate measures so that each employee (i) can work safely, (ii) feels safe at work, and (iii) can report any conduct that goes too far.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Implementing The EU Pay Transparency Directive In The Netherlands: What Employers Need To Know

The Netherlands is set to implement the EU Pay Transparency Directive by January 2027, introducing comprehensive requirements for employers to ensure equal pay across genders. Employers will face new obligations including salary disclosure to job applicants, gender pay-gap reporting for companies with 100+ employees, and the need to justify pay differences using objective, gender-neutral criteria.
European UnionEmployment and HR
GGI | Global Alliance
GGI | Global Alliance
Article

Future Pensions Act: Who Gets What In The Transition To The New Pension System?

The Future Pensions Act mandates that Dutch pension schemes transition to new solidarity-based or flexible defined contribution models by 2028, requiring the conversion of collective pension assets into individual capital accounts. This process raises critical questions about fair allocation of pension fund assets and the potential liability exposure for social partners and pension funds when distributions become unbalanced.
NetherlandsEmployment and HR
Loyens & Loeff
Loyens & Loeff
Article

Closing The Pay Gap: The Dutch Response To The EU Pay Transparency Directive

The Netherlands is implementing the EU Pay Transparency Directive to address the persistent 7% gender pay gap in its business sector. Employers will face new disclosure requirements before and during employment, including mandatory gender pay-gap reporting for companies with 100 or more employees, with the first reports due in 2028. The Dutch approach emphasizes strict implementation without additional obligations, but places the burden of proof on employers who fail to comply with transparency requirements
European UnionEmployment and HR
GGI | Global Alliance
GGI | Global Alliance
Article

The WTTA: Why International Employers Need To Reassess Their Workforce Supply In The Netherlands

The Netherlands is introducing a strict new accreditation regime for temporary staffing that will fundamentally change how international businesses deploy workers on Dutch projects. Starting in 2028, all organizations supplying personnel in the Netherlands must obtain government admission permits, with hirers facing legal obligations to verify supplier compliance before work begins.
NetherlandsEmployment and HR
GGI | Global Alliance
GGI | Global Alliance
Article

Impending Arrival Of The Pay Transparency Act In The Netherlands: Five Practical Steps For Employers

The Dutch implementation of the European Pay Transparency Directive is advancing through the legislative process, set to take effect January 1, 2027. The Verwey-Jonker Institute has released a practical guide outlining how employers can establish objective, gender-neutral pay structures to meet these new requirements. Employers face critical decisions about job evaluations, remuneration policies, and privacy-compliant processes that will fundamentally reshape how they justify and document compensation pract
NetherlandsEmployment and HR
Littler - Canada
Littler - Canada
Article

Pension-related Compensation In Practice: “It’s A Shared Responsibility”

The Dutch pension transition from defined benefits to defined contributions is creating complex challenges around compensation for employees. Pension providers and employers face disputes over disclosure requirements, reorganization scenarios, and timing issues that can cause employees to miss out on or double up on compensation. Legal experts examine the emerging conflicts and overlooked considerations as the 2028 implementation deadline approaches.
NetherlandsEmployment and HR
De Brauw Blackstone Westbroek
De Brauw Blackstone Westbroek